With Fries on Top
Performance Management With Fries on Top
A growing restaurant chain trusted Compass to
build a recipe to support and develop team members.
Primanti Bros. Restaurant and Bar is a Pittsburgh icon, serving “almost famous” sandwiches piled high with coleslaw and fries since 1933. Now, with over 40 restaurants in six states and a family of employees almost 2,000 strong, Primanti Brothers is working hard to bring their restaurants to every neighborhood nationwide.
Primanti Bros. was lacking a consistent and effective company-wide performance management process. Employees lacked regular feedback and desired ways to seek opportunities for growth and development.
Compass immersed themselves in everything Primanti. Who doesn’t love fries on a sandwich? Assessment of the current processes, technology, tools, and training guided the conversations with leadership and employees across the enterprise. By combining Compass best practices with the perspectives from both leadership and employees, a new performance management system was proposed and adopted with gusto.
Compass jumped in to help us foster peak performance and retention. They created a process aligned with our values, focused on our business needs, and fit within our fast-paced industry. Their guidance helped us implement a technology to develop and retain leaders. Compass is a partner we value.
Chief Executive Officer
Scope of Work
Assessed the current state of performance management and heard the voices of constituents to design a customed performance management system.
Collaborated with UKG to evaluate Primanti’s human resources management system to identify requirements and options for transference to UKG’s performance module.
Met with key leadership to present current state findings and confirm agreement on future state desired outcomes.
Crafted a customized performance management process complete with standard operating procedures, cadencefor reviews, rating systems, and tools.
Primanti Bros. implemented a uniform performance management process focused on ongoing performance conversations between employees and leaders. The process includes an initial goal setting and development planning conversation, inclusion of core values, quarterly check-ins, and wraps up with a final evaluation conversation to calibrate overall performance and development outcomes. Compass designed the process using UKG’s Performance Module with a sensitivity to time constraints and ensuring a minimal administrative burden.